Would you hire candidates with 60/ 90 days notice period!!

Well this question might not seem right, as everyone has the right to apply for a job, and every employer must not ideally ignore candidates with 60/90 days notice period. But does this actually happen in the real world!! Let’s try to find out the concept of hiring or not hiring resources with a higher notice period. For those recruiters who are hiring in Western countries might not have to worry about this scenario, as the Notice Periods are very rarely more than 30-45days. They believe in the concept of having shorter duration of Notice Period for employees. But for those recruiters hiring in India, they have to face the issue of 60 / 90 days policy.

So what is wrong in hiring professionals with 60 / 90 days notice period? Well, to be honest there is nothing wrong in hiring them. So what is the real issue? Who decides to avoid candidates with higher notice periods? The answer is not that simple, so let’s dig out some of those reasons. Let’s take a real life situation, a recruiter needs to hire Vanilla Skills (Java / Mainframe, Manual Testing professionals), So given an option, will the recruiter go for candidates whose Notice Period is 60/90 days? I guess most of you might say NO. Do you have a reason for that? Recruiters might end up saying that the Delivery / Management team need resources as early as possible. Hence we end up looking for candidates who can join in 30-45 days max. There are some exceptions where they need resources ASAP. But at the end of the day, this is business, company wants to bill the resources ASAP and earn profits.

So does this mean the candidates with higher notice period might lose on opportunities? Hmmm… Well the answers is YES and NO. Again it depends on what skills you are working on. To take an example, niche skills such as FlexCube, Vision Plus (Some might say that it’s no more a Niche Skill), TransactSM, Business Analysts, CRM etc are available in companies with 60 / 90 days notice. So in such cases recruiters can’t ignore these candidates. So do you think this is fair? Candidates might not agree with this distinction, and might call it unfair practice. But…. this is the reality. Many a times have heard candidate saying, “I want to look for a new opportunity, but can’t join early as NP is 60/90 days”. Again to make things worse, companies are not ready to release their resources even with a buy out option. Strange, but true.

So what you think about this situation? Are recruiters right / wrong in avoiding candidates with higher notice period? Looking forward to your opinion and views on this topic.

The working condition of companies would drastically improve upon if the recruiters start putting in real efforts in hiring. Leave notice periods, because of their in-efficiencies and high headness and less of professionalism they loose out good candidates as it is.

My comments would sound pretty blunt and harsh and does not apply to all good professional hardworking recruiters for sure 🙂

Its a risk for recruiters as these candidates with high notice period,start negotiating with current employer and new ones in this time,have seen candidates changing their minds at last moment.Still cant help we have to look for these candidates as most of org these days have 60/90 days NP.

i totally disagree with not hiring candidates with higher notice period since there could be a possibility that the company might loose the best talent around. So, this serious matter should be pondered over again and again before saying NO to a candidate with higher notice period……

Valid Point Nidhi. Talent must not be compromised just because of Notice Period. There must be a balance when companies decided on hiring professionals from such companies. Also one interesting thing is that companies don’t want to release their own resources, but want to hire them from other companies in a shorter span.